W. E. J. McCarthy

Originally published in 1981, this book explains the factors which precipitated and effected changes in the major dimensions of union activity in Britain since 1960. The authors use a series of comparative case studies to examine change in the government, growth, mergers, character and bargaining structures of British unions. The central theme of the book is that unions are far freer to determine their own behaviour than was commonly supposed. In examining changes in unions, the authors develop concepts and terms which provide new insights into union behaviour.

Originally published in 1981, this book explains the factors which precipitated and effected changes in the major dimensions of union activity in Britain since 1960. The authors use a series of comparative case studies to examine change in the government, growth, mergers, character and bargaining structures of British unions. The central theme of the book is that unions are far freer to determine their own behaviour than was commonly supposed. In examining changes in unions, the authors develop concepts and terms which provide new insights into union behaviour.

Management by Agreement (1973) examines the ramifications of the 1971 Industrial Relations Act and industrial relations in Britain. It looks at the threats of Government legal action against trade unions and the reform of collective bargaining, and concludes that the Act fails to deal with management’s crucial problem: the interaction of two opposing pressures from the workforces and the economic climate.

First published in 1983, Strikes in Post-War Britain provides the first systematic long-run examination of official strike statistics since the war. It is based on a wealth of new material and analysis.The overall strike pattern is first compared with the relevant data on economic activity rates—e.g. movements in prices, output, and employment. Theories linking strikes with variations in all these factors are examined in some detail. Studies of strike prone industries and occupations are analysed and tested against the background of institutional and other changes. Sections follow on the role of government, law, and the impact of incomes policy. The role of management and the influence of union militancy are also examined.A final chapter suggests the way in which these and other factors have combined to produce Britain’s varied and varying propensity to strike. An attempt is made to assess the cost and consequences of strikes for management, workers, and the British economy. The result is a standard work which challenges a whole series of assumptions about strikes. Economic factors are found to be less helpful explanations than political change, or legal developments. Bargaining reform and trade union government are shown to have had a significant impact on the form and timing of certain significant changes in the volume of strike activity. Nobody who wishes to discuss seriously the causes and consequences of Britain’s so-called ‘strike problem’ can afford to remain ignorant of the main conclusions of this book.

Management by Agreement (1973) examines the ramifications of the 1971 Industrial Relations Act and industrial relations in Britain. It looks at the threats of Government legal action against trade unions and the reform of collective bargaining, and concludes that the Act fails to deal with management’s crucial problem: the interaction of two opposing pressures from the workforces and the economic climate.

This book, first published in 1990, is a practical manual which presents guidance on how to carry out and evaluate an employee relations audit. This title also provides audits for five key areas of employee relations, including communication and consultation, equality of opportunity and disciplinary matters. This book should be of interest to lecturers, post-graduate students and practitioners of management, personnel, employee relations and industrial relations.

This book, first published in 1990, is a practical manual which presents guidance on how to carry out and evaluate an employee relations audit. This title also provides audits for five key areas of employee relations, including communication and consultation, equality of opportunity and disciplinary matters. This book should be of interest to lecturers, post-graduate students and practitioners of management, personnel, employee relations and industrial relations.